Hi all, I have a few queries related to Training Profiles. As we all know, the basic functions of the Training department include Training Needs Analysis, on-the-job/off-the-job training, Induction & Orientation, Training Impact Evaluation, and various training interventions and processes. However, are companies or trainers actually implementing these practices in reality, or are they sticking to their fixed profiles?
I am currently working as a Training Executive in a beverage company, trying to execute numerous activities. Unfortunately, I am facing challenges as the Training Manager seems unwilling to support my efforts. He believes that these functions are purely theoretical and does not see the value in conducting analyses or making any additional efforts.
I would appreciate your suggestions on how to navigate this situation and bring about positive changes in our training processes.
Thank you.
From India, Amritsar
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2I am currently working as a Training Executive in a beverage company, trying to execute numerous activities. Unfortunately, I am facing challenges as the Training Manager seems unwilling to support my efforts. He believes that these functions are purely theoretical and does not see the value in conducting analyses or making any additional efforts.
I would appreciate your suggestions on how to navigate this situation and bring about positive changes in our training processes.
Thank you.
From India, Amritsar
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You have written, "But nothing is supported by the Training Manager as he is fixed to work and according to his view these functions are theoretical only."
If he claims that TNA and other activities are theoretical, then what practical activity has he mentioned? Furthermore, whether theoretical or practical, the ultimate goal of employee training is to provide value to the enterprise by improving employee productivity. Has he achieved this goal? If yes, how? Has he measured the ROI of the training? If yes, on what parameters? Has he increased or decreased any operational ratios?
You mentioned that you work in a beverage company. The primary cost for your company is obviously the supply chain cost. Therefore, what efforts has your training manager made to reduce this cost? Has he taken any steps to measure the supply chain cost scientifically? Even if he did so, that itself would be an achievement.
In a previous response to an employee query, I provided a list of costs that contribute to supply chain costs in the following link: https://www.citehr.com/517120-prepar...ml#post2205270
Whether you work in a beverage company or any other manufacturing company, it is essential to scientifically measure the costs mentioned in the above link and align your training efforts to reduce these costs.
Lastly, considering the training manager's attitude towards employee training, your query on employee training interventions in the beverage company may be inconsequential: https://www.citehr.com/578322-traini...e-company.html
Thanks,
Dinesh Divekar
From India, Bangalore
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If he claims that TNA and other activities are theoretical, then what practical activity has he mentioned? Furthermore, whether theoretical or practical, the ultimate goal of employee training is to provide value to the enterprise by improving employee productivity. Has he achieved this goal? If yes, how? Has he measured the ROI of the training? If yes, on what parameters? Has he increased or decreased any operational ratios?
You mentioned that you work in a beverage company. The primary cost for your company is obviously the supply chain cost. Therefore, what efforts has your training manager made to reduce this cost? Has he taken any steps to measure the supply chain cost scientifically? Even if he did so, that itself would be an achievement.
In a previous response to an employee query, I provided a list of costs that contribute to supply chain costs in the following link: https://www.citehr.com/517120-prepar...ml#post2205270
Whether you work in a beverage company or any other manufacturing company, it is essential to scientifically measure the costs mentioned in the above link and align your training efforts to reduce these costs.
Lastly, considering the training manager's attitude towards employee training, your query on employee training interventions in the beverage company may be inconsequential: https://www.citehr.com/578322-traini...e-company.html
Thanks,
Dinesh Divekar
From India, Bangalore
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The Importance of Training in Life and Work
A tiger trains its cubs in hunting. A bird trains its offspring in flying. A mother helps her baby learn small words. When training is so fundamental to life skills, how can it be dismissed as theoretical and lacking practical value by a training manager, especially concerning more complex tasks in corporate settings? If training employees is not based on any scientific method like Training Needs Analysis (TNA), you might end up sending a fish to a workshop on how to climb a tree.
Regards, B. Saikumar HR & Labour Law Advisor Navi Mumbai
From India, Mumbai
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A tiger trains its cubs in hunting. A bird trains its offspring in flying. A mother helps her baby learn small words. When training is so fundamental to life skills, how can it be dismissed as theoretical and lacking practical value by a training manager, especially concerning more complex tasks in corporate settings? If training employees is not based on any scientific method like Training Needs Analysis (TNA), you might end up sending a fish to a workshop on how to climb a tree.
Regards, B. Saikumar HR & Labour Law Advisor Navi Mumbai
From India, Mumbai
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KRA for Asst Training Manager.pdf
Manager training program.ppt